5 Skills to Help You Lead the Next Generation of Employees

The KCHBA’s Workforce Development Committee’s efforts to promote careers in the residential construction industry are starting to pay off with five high school graduates recently joining KCHBA member organizations.

This group of young professionals are eager to learn and ready to work. They are part of the next generation of workers, Gen Z, born between 1997-2010. This generation is characterized as “digitally native,” meaning they have never known life without technology at their fingertips. Gen Z is the most diverse generation to date in the United States as nearly half of this group are non-Caucasian, a statistic increasing by about 5 percent from the Millennial generation.

As Gen Z enters the workforce, they crave stability and expect detailed instructions. They value diversity and skill development. Unlike previous generations, most Gen Z professionals are not looking for a total separation of work and personal life. They are seeking leadership that cares for them as a whole person.

Gen Z is also more vocal about the importance of managing mental health. According to the Harvard Business Review, Gen Z reports higher levels of anxiety and depression than previous generations. There are various thoughts on why, but immediate access to the latest headlines that often focus on everything from mass school shootings to climate change to financial instability are thought to be taking a toll on their mental wellbeing. The flip side of immediate access to information is Gen Z is expected to be one of the most well-educated groups ever.

When it comes to leading this group, it is important to note there is the distinct difference between leadership and management. Most organizations “today are over-managed and under-led,” according to John Kotter, a business and management thought leader, entrepreneur and Harvard professor. But one is not more important than the other; a harmonious relationship between leadership and management is the goal.

A manager is well organized. He or she has a clear project scope and a defined budget that he or she follows. A manager seeks to improve processes on paper and looks for ways to problem solve within the business. While management is more about control, leadership is more about letting go.

Leadership is about motivating and inspiring employees to keep them moving in the right direction, i.e., toward the long-term vision of the company. As leaders motivate and inspire people, those employees achieve a sense of belonging, recognition, self-esteem and a feeling of control over one’s life — some of the very same characteristics Gen Z is looking for in their employers.

Here are five skills to help you motivate and inspire Gen Z.

#1: Empathy. There’s no need to get mushy with “I love you, man” stuff. But it’s a skill to understand the emotional makeup of other people and then treat them according to their reactions. You can’t please everyone, but you can help others see different viewpoints and work better as a team. Learning how to practice empathy in your business not only leads to a more enjoyable work environment, but it is also one of the most effective tools you can use to retain talent, according to Harvard Business Review.

According to Kotter, good leaders “regularly involve people in deciding how to achieve the organization’s vision.” This collaborative approach gives colleagues a real sense of controlling their own future. Talking one-on-one with employees can make a big impact. Asking what their goals are and figuring out how the company can help them on that journey will go a long way in making your Gen Z employees feel valued and supported.

#2: Self-awareness The ability to recognize and understand your own moods and drives and how they affect others plays an important role when speaking with Gen Z. Being authentic by being honest with yourself and others will go a long way with this group.

#3 Self-regulation: The propensity to suspend judgement and think before acting or speaking to a young new hire when they make mistakes will foster trust between you and the employee. Consider the way you express yourself when giving constructive criticism, as well as the timing of when you do it and how.   

Practicing self-awareness and self-regulation are also useful tools when it comes to coaching and mentoring. When properly coached, new professionals will develop faster because their learning has been enhanced and guided.

Showcasing these skills to the youngest workers can have a ripple effect. Gen Z will play an important role in reverse mentoring, helping more senior workers improve their skills in technology.

#4 Motivation: If you are a motivated leader, you are passionate about the job you do and the industry you work in. How many times have you driven by a home and thought proudly “I did that”?

Gen Z is competitive and this group wants to be judged by their merits. Allowing your Gen Z employee to appreciate where they fit and why they matter will motivate them. Rewarding successes offers employees a sense of accomplishment as well as instills a feeling of belonging to an organization that cares about them.

#5 Social Skill: Social skill is the propensity for managing relationships and building networks, which leads to the ability to find common ground and build rapport. Social skill translates into being able to effectively build and lead teams. After all, nothing important gets done alone.

It takes time to hone these skills, but for those who do, the benefits that come from effectively managing your Gen Z workers and successfully leading your organization are worth the effort.